Role Objective

The HRBP role is designed to act as a strategic partner to business leaders, driving people strategy aligned with Comviva's growth in digital solutions, telecom, fintech, and mobility platforms.

The role holder will be responsible for balancing business priorities with people outcomes, enabling high performance, talent retention, and organizational effectiveness.

Key Responsibilities

1. Strategic Business Partnering

- Act as a trusted advisor to Business Heads / Delivery Leaders

- Translate business goals into people strategy and execution plans

- Drive workforce planning, including hiring, capability building, and succession planning

- Partner in org design, restructuring, and productivity optimization

2. Talent Management & Development

- Drive performance management cycles (goal setting, reviews, calibration)

- Identify and develop high-potential talent (HiPos)

- Facilitate learning interventions aligned to business needs (AI, Telecom, Digital skills)

- Support leadership development initiatives

3. Employee Engagement & Culture

- Drive engagement initiatives aligned with Comviva culture and values

- Analyze engagement survey data and drive action planning

- Act as employee champion, addressing concerns and improving workplace experience

- Build a high-performance, accountable culture

4. Employee Relations & Governance

- Manage employee relations issues, grievances, and disciplinary actions

- Ensure compliance with company policies and labor laws

- Partner with Legal where required for sensitive cases

- Drive ethical practices and governance frameworks

5. Compensation & Rewards

- Support compensation benchmarking and fitment discussions

- Drive annual compensation cycles, promotions, and retention strategies

- Partner with business on critical talent retention and reward decisions

6. HR Analytics & Insights

- Track and analyze key HR metrics:

- Attrition

- Hiring funnel effectiveness

- Diversity hiring

- Productivity ratios

- Provide data-driven insights to business leaders

- Drive predictive analytics for talent risks

7. Collaboration with COEs

- Work closely with:

- Talent Acquisition

- L&D

- Compensation & Benefits

- Ensure seamless execution of HR initiatives

- Act as a bridge between business and HR COEs

Key Success Metrics (KPIs)

- Attrition reduction (especially critical talent)

- Time-to-fill & quality of hire (with TA partnership)

- Employee engagement scores

- Internal mobility and succession coverage

- Performance distribution quality

- Diversity hiring ratios

Key Stakeholders

- Business Heads / Delivery Leaders

- Talent Acquisition Team

- L&D and COEs

- Finance & Leadership Teams

Desired Candidate Profile

- Strong exposure to IT / Telecom / Product / Digital organizations

- Experience in matrix organizations and global stakeholders

Skills & Competencies

- Strong business acumen

- Stakeholder management & influencing skills

- Data-driven decision-making

- Conflict resolution & employee relations expertise

- High ownership and execution mindset

- Ability to operate in a fast-paced, ambiguous environment

Preferred Background

- MBA / PGDM in HR from a reputed institute

- Exposure to global HR practices

- Experience in scaling teams or transformation environments

What Success Looks Like in 12 Months

- Established as a trusted advisor to business leaders

- Improved retention of key talent

- Delivered measurable impact on engagement and performance

- Built strong HR-business alignment

- Enabled faster hiring and onboarding effectiveness

Comviva-Specific Context (Important Differentiator)

This HRBP role is not a traditional support role. It demands:

- Strong alignment with telecom + digital product delivery environment

- Ability to handle global customers & delivery pressures

- Balancing cost optimization with talent quality

- Supporting rapid scaling + niche skill hiring (AI/ML, fintech, telecom BSS/OSS)